The psychological effects of conflict can hinder the ability of two parties to manage or resolve conflict. In this instance, Bush and Folger suggest taking a relational approach to conflict intervention by implementing transformative mediation. The goal of transformative mediation is to help conflicting parties change their interpersonal relationship through empowerment and recognition (3).
Empowerment Shift:
The outcome of an empowerment shift results in each party developing a heightened awareness of self-worth and the value of their opinion or position. By establishing a concrete importance to their view, they are empowered to present logically about their point and view suggestions as possible enhancements to their point rather than direct challenges (1).
Recognition Shift:
Once clarity and confidence is achieved through the empowerment shift, parties can then begin to recognize all factors at play and acknowledge different perspectives. Shifting into an open minded approach and responsive attitude creates an environment of constructive dialogue (1).
Transformative mediation accomplishes these shifts in the conflict experience by summarizing viewpoints for clarity, supporting common points, encouraging active reflection and maintaining the mediation by following the conflict process through its duration. The goal of the mediator is to implant the idea that each party is capable of resolving the conflict because they best understand the issue and have the means of accomplishing a positive outcome. Parties are encouraged to define the facts within the feelings by taking small steps in the conflict sequence and clarifying what was initially confusion (2). The combination of empowerment and recognition in the areas of focus, preparation, role, orientation and agreements of mediation result in a constructive interaction where parties begin to connect and humanize the relationship (4).
Resources:
(1) "Empowerment and Recognition." Empowerment- the Empowerment Shift and the Recognition Shift. N.p., n.d. Web. 06 Nov. 2015.
(2) Folger, Joseph P, and Robert A. Baruch Bush. "Transformative mediation and third-party intervention: Ten hallmarks of a transformative approach to practice." Conflict resolution quarterly 13.4 (1996):263-278. Web. 06 Nov. 2015
(3) Folger, Joseph P., Marshall Scott Poole, and Randall K. Stutman. "Third-Party Intervention." Working through Conflict: Strategies for Relationships, Groups, and Organizations. Boston: Pearson, 2013. N. pag. Print.
(4) Lewis, Ted, and Mark Umbreit. "A Humanistic Approach to Mediation and Dialogue: An Evolving Transformative Practice." Conflict Resolution Quarterly 33.1 (2015): 3-17. Web.
-Felysha Walker
The psychological effects of conflict can hinder the ability of two parties to manage or resolve conflict. In this instance, Bush and Folger suggest taking a relational approach to conflict intervention by implementing transformative mediation. The goal of transformative mediation is to help conflicting parties change their interpersonal relationship through empowerment and recognition (3).
Empowerment Shift:
The outcome of an empowerment shift results in each party developing a heightened awareness of self-worth and the value of their opinion or position. By establishing a concrete importance to their view, they are empowered to present logically about their point and view suggestions as possible enhancements to their point rather than direct challenges (1).
Recognition Shift:
Once clarity and confidence is achieved through the empowerment shift, parties can then begin to recognize all factors at play and acknowledge different perspectives. Shifting into an open minded approach and responsive attitude creates an environment of constructive dialogue (1).
Transformative mediation accomplishes these shifts in the conflict experience by summarizing viewpoints for clarity, supporting common points, encouraging active reflection and maintaining the mediation by following the conflict process through its duration. The goal of the mediator is to implant the idea that each party is capable of resolving the conflict because they best understand the issue and have the means of accomplishing a positive outcome. Parties are encouraged to define the facts within the feelings by taking small steps in the conflict sequence and clarifying what was initially confusion (2). The combination of empowerment and recognition in the areas of focus, preparation, role, orientation and agreements of mediation result in a constructive interaction where parties begin to connect and humanize the relationship (4).
Resources:
(1) "Empowerment and Recognition." Empowerment- the Empowerment Shift and the Recognition Shift. N.p., n.d. Web. 06 Nov. 2015.
(2) Folger, Joseph P, and Robert A. Baruch Bush. "Transformative mediation and third-party intervention: Ten hallmarks of a transformative approach to practice." Conflict resolution quarterly 13.4 (1996):263-278. Web. 06 Nov. 2015
(3) Folger, Joseph P., Marshall Scott Poole, and Randall K. Stutman. "Third-Party Intervention." Working through Conflict: Strategies for Relationships, Groups, and Organizations. Boston: Pearson, 2013. N. pag. Print.
(4) Lewis, Ted, and Mark Umbreit. "A Humanistic Approach to Mediation and Dialogue: An Evolving Transformative Practice." Conflict Resolution Quarterly 33.1 (2015): 3-17. Web.